Human talent

Human talent

We understand that people are the core of our strategy

We recognize that people are at the center of our organization, the identity and culture, and attempting to leverage their development and their relationship to the environment.

Accordingly, we intend to enable people, based on flexibility and diversity, to fully develop their being and their potential to generate value for the company, for their stakeholders, and for society as a whole.

When we speak of human talent, we are referring to the people and their relationship to the environment, where the interaction of their skills, traits, principles, knowledge, experiences, attitudes, character, and initiatives are the skills that enable them to learn and develop in different contexts.

We understand that people whole beings, in a state of continuous development, with the ability to adapt and transform themselves and transform their environment.

“A human being is that person who can always be different”.

Learn more about Human Talent Management Policy

Training and development

People, with their talents, ideas, and behaviors, are what enable companies to endure over time, fulfill their purposes, and contribute to the development of society.

In our teams, we seek individuals who ask questions, engage in conversation, and understand their surroundings—autonomous and free human beings who are in a constant state of evolution and development, who transcend their roles as employees, and who, with the tools we provide, can elevate their awareness to become responsible citizens.

To achieve this, we create spaces for training and development based on a series of competencies that support our purpose of generating sustainable profitability. Listening, conversation, emotional understanding, and self-awareness are some of the competencies we continuously seek to develop at Grupo SURA.

Additionally, 100% of Grupo SURA employees and its companies have access to technical training programs and skills development opportunities, ensuring equal opportunities and promoting a culture of continuous learning for all.

Inspiring leadership

We believe in a leadership that promotes open dialogues and constant listening because these are the only way to build trust-based relationships.

This leadership starts by recognizing, valuing, and understanding others and their environment, based on their diversity of thoughts, behaviors, and situations. We understand that only by understanding others as a whole we are able to drive and inspire personal and team development, increase cooperation, consistency, and trust, the trust that is based on a shared purpose.

Because we are a company with a regional reach, that promotes the ability to exert influence, dialogue, and leadership, we have a prospective and strategic of the environment and contribute to the harmonious development of the territories where we operate.

We want the best talent for our team

Work with us!

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We promote the well-being of our employees

To protect the physical, emotional, mental, and financial health of our employees, we implemented policies that contribute to each individual’s development and well-being, and we promote healthy, sustainable lifestyles that go beyond the work, family, and social spheres.

Sexual harassment prevention and attention

We are an organization committed to actively promoting respect for human rights in developing its business, portfolio, and value chain.

Therefore, the corporate philosophy and promotes the construction of new ways to respect and repair human rights.

Learn more about our policy here

Occupational Health and Safety

In the SURA Business Group, the commitment to health and safety in the workplace is more than a statement; it is an integral part of our corporate culture of self-care, grounded in international standards and a long-term vision. Our intention is to ensure dignified and appropriate working conditions for all our employees, enabling them to perform their duties adequately while preserving their well-being.

See our occupational health and safety policy

Learn more about our management

Explore our Absenteeism Indicators

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Benefits

We believe in the importance of people’s well-being; we offer a portfolio of benefits accessible to all our employees, designed to support them through the different stages of their lives and with options for comprehensive health. All of this aims to foster the loyalty and commitment of our team members and contribute to their quality of life and that of those around them.  

See more here

The company has support groups such as

Copasst: is responsible for promoting and monitoring compliance with occupational health and safety standards. Similarly, it is a mechanism for employee participation and communication between employees and employer.

Labor Coexistence Committee (CCL): made up of employees in order to promote healthy labor relations and prevent situations of workplace harassment and in the event of any situation of harassment, the CCL receives it through the mechanisms provided in each company and the managed through the procedures that are held within it.

Emergency Committee: it is responsible for coordinating at a strategic level the execution of the activities that must be carried out for the comprehensive management of emergencies, mitigating the consequences on people, facilities and equipment.

Labor flexibility

Flexible hours: as a response to diversity and the challenges posed by our environment, we allow our employees who are not responsible for assistance or customer service to work flexible hours so they may find balance in all the spheres of their lives.

Time bank: we have implemented different strategies, such as working four addition hours a week to leave Friday afternoons free, having a free afternoon off on people’s birthdays, and have a short workday on Fridays.

Tele-work: at Grupo Empresarial SURA we promote teleworking and working from home.

Part-time working options: mainly in health care positions.

Protection of maternity and paternity

Lactation rooms: in our facilities we have lactation rooms with adequate conditions for the extraction and storage of breast milk, to later transport it home and dispose of it to feed the baby, in the temporary absence of the mother.

Protection for breast-feeding: after the end of maternity leave, our employees have a staggered return to the workplace and have the benefit of working part-time remote work for up to two months.

Extended parental leave: in addition to the legal licenses for the main caregiver and the second caregiver, the Company grants 7 paid working days in the event of the birth or adoption of children, (both for the main caregiver and for the secondary caregiver) and has the benefit of extralegal vacations (between 15 and 40 days per year depending on seniority) that can be used as an extension of the license.

Childcare facilities or contributions: in Colombia, Grupo SURA has agreements with private institutions for childcare. In countries such as Chile, the Company directly pays the nursery/nursery expenses for children of employees under 2 years of age in accordance with internal policies. 

Education

We invest in the talent of our employees at all levels, enabling programs and activities that allow them to better understand themselves, develop skills and strengthen work teams.

Average hours of training per employee: 51
Average investment in training per employee is USD 151
Over the past year, we have invested USD 4.064.256 in training and development programs.

Diversity, Equity and Inclusion

In the SURA Business Group we have different policies, procedures and means for the prevention and attention of cases of discrimination and harassment.

The company has the Code of Conduct for SURA, SURAMERICANA, and SURA AM. This Code provides various statements about cultural diversity and fair treatment and prohibits discrimination based on sex, race, nationality, religious belief, or political affiliation.

As a multi-Latin group, we have cultural diversity in our employees and with it the opportunity to strengthen organizational practices.

99.9% of the company´s employees are of Latin American origin, with the main nationalities being 78.39% colombian, 6.64% mexican, 6.16% Chilean, 2.56% peruvian, 1.62% brazilian and 1.44% panamanian.

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See our Inclusion and Diversity Policy

Employee well-being

The well-being survey gathers the perceptions of over 17 thousand employees from SURA companies in Latin America, weighing aspects such as pride, enjoyment, stress levels, and job satisfaction. In 2023, the overall score was 92 out of 100.

Some numbers about our employees

65.9%

Women in the workforce

56%

Women in management positions

5,086

Number of new hires

See more

Compensation

Grupo SURA has a competitive compensation policy aimed at attracting and retaining top talent, within the framework of the "Total Compensation" concept. This approach seeks to balance fixed remunerations, benefits, and short and long-term incentives for its employees, ensuring alignment with the company's strategy.

Verification of compensation data

 

    Variable compensation  

 

Annual compensation for top executives

Fixed: 60%
Variable: 40%

It is composed of short-term and long-term incentives, both linked to financial performance indicators and sustainability metrics. As of 2021, our sustainability objectives have greater relevance in the evaluation to perform a comprehensive review of compliance with the Company’s strategy.

In Grupo SURA, this compensation is paid as follows: 60% in cash and 40% in shares. For the values generated in shares, a clause applies in which they do not become effective in case of dismissal of the employee for issues related to fraud or fraudulent behavior.

This variable compensation is part of the total compensation of the CEO, Executive Committee and  managers, who represent 9% of Grupo SURA’s employees excluding Senior Management.

Wage gap

Equal pay is guaranteed for the same level of position regardless of the gender of the person who occupies the level and position.

We have an increased salary policy in an equitable and transparent system for salary allocation.

Working conditions and benefits are the same for all employees regardless of level or gender. There is no wage discrimination.

32.92%  Global mean (average) raw gender pay gap Grupo SURA This gap is because women occupy positions in the company that receive lower salaries. Therefore, this figure shows vertical segregation (women are concentrated in lower-level positions, while men are concentrated in higher-level positions).

When analyzing the gap by position level, it is concluded that the gap is impacted by the number of male or female occupants at the levels and its historical evolution demonstrates the changes in the gender composition at each level.

Action plan to close gender pay gap

  • *Training on gender equality and unconscious bias

Provide training to employees and pay decision makers (leaders) on gender equality and unconscious bias. This helps raise awareness of gender biases and stereotypes that can influence salary and promotion decisions and foster a culture of equality and fairness.

  • * Review criteria in selection processes to mitigate gender biases, especially at manager and higher levels that may suggest a glass ceiling for women.

 

Find more information in the 2024 Annual Report

Ver informe

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